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I don't think ...Hi RMLC, thanks for your comments. <BR/><BR/>I don't think I made a clear enough distinction over management and manifesto. When I refer to management, I mean a bunch of basic tasks and responsibilities. These include implementing HR policies, making sure teams know what roles they are performing and managing team structure. When I said that managers would screw it up, I was referring to managers that weren’t yet performing these basic management functions.<BR/><BR/>The reason I make this separation, is because the manifesto sits on top of these tasks. If everyone is performing their roles in the literal sense, then the manifesto is there to consider how people feel whilst they’re performing them. I don’t advocate trying to strictly implement the manifesto if these tasks aren’t being done. I think it leads to bad decisions. Don’t forget, this post was about taking strong action against failure to implement the manifesto, and this can’t be allowed where managers aren’t sufficiently skilled.<BR/><BR/>Finally, if your managers are performing these tasks, and you can implement the manifesto, then I whole heartedly agree that managers should be using it, but I completely disagree that it should only be them. Everyone has a responsibility, be it to their team, their colleagues, or their manager, and the manifesto was designed to apply across the board.Myster Larhttps://www.blogger.com/profile/01486909359549380096noreply@blogger.comtag:blogger.com,1999:blog-7147932061818815094.post-14282627898603325322009-03-12T16:51:00.000+00:002009-03-12T16:51:00.000+00:00Indeed quite a controversial standpoint. The empha...Indeed quite a controversial standpoint. <BR/>The emphasis on the manifesto is where I find this a double standard, from what you have just said.<BR/><BR/>'I want to make it as clear as possible that you have to have strong, capable managers. If you don't have this, then don't try to get them to implement the manifesto. They'll screw it up!'<BR/><BR/>Surely the managers within your company are the ONLY people who should be following the manifesto, and if they're screwing it up - then they are not managing the companies requirements?<BR/><BR/>If your managers do not have this as a mantra then how can the company as a whole be expected to follow suit?<BR/><BR/>It sounds to me like you have some very messed up topology http://www.onesixsigma.com/bmg/Building-Company-Infrastructure-01102006<BR/><BR/>As you state, it is your managers efficiency at handling their departments and enforcing any regulations or expectations that makes the whole thing tick.<BR/><BR/>If you have a team of say 50 people and out of those 50 60% have little or no faith in their leader, you have a walkout on your hands, or in many industrial cases, a union bashing down your door telling you to 'get rid'Robert Maxwell's love childnoreply@blogger.comtag:blogger.com,1999:blog-7147932061818815094.post-36599200672797420682009-03-12T09:09:00.000+00:002009-03-12T09:09:00.000+00:00Hi Anonymous, thanks for taking the time to contri...Hi Anonymous, thanks for taking the time to contribute. I knew that this would be a slightly controversial post, and I'm glad it has generated some feedback. I’ll try to address each point you’ve made and let’s see where we are.<BR/><BR/>I’ll start with the manifesto itself. I wrote the manifesto, but consulted my teams and all managers. It was then presented to the company as a whole and everyone was asked for comment. I don’t claim that this is proof of buy-in, and I do believe that the manager is ultimately responsible for having this conversation with their teams. As I stated in the post, it’s very important to make sure that individuals understand the manifesto. If any don’t agree with it then we’re open to discuss changing it, but so far no employee has disagreed with it. So far!<BR/><BR/>With regard to people being in the wrong jobs, I completely agree. This is something I intend to focus on in my next post. It’s vital we recruit the right people and put them in the right jobs. If you haven’t done this, and have people in the wrong jobs with nowhere to move them, then what would you do? If you don’t correct that mistake then who else are you harming? <BR/><BR/>As for the question of whether I would sacrifice a high performing sales person? Well, if that sales person was regularly insulting other team members, causing arguments, spreading unhappiness around the teams, then my question would be, who the heck wouldn’t fire them? If you place profit in front of people, then you aren’t following the manifesto, and you’ll have unhappy people in your teams.<BR/><BR/>I’m not sure about the issue of stifling individuality. We’re lucky enough to have huge variations in our teams, but everyone is expected to have some basic skills, for example, empathy, communication and tolerance. If they don’t have these skills then how can you stop them making other team members unhappy? Isn’t it their right to be happy too?<BR/><BR/>As for managers, they should be monitored just as closely as everyone else, if not closer, and the same policy must be applied to them. If they haven’t got it, and can’t learn it, then they’re making people unhappy and it’s not fair on them.<BR/><BR/>Again, I thank you for your comments, but the main response I want to get across is that there are always several parties involved in situations, and we must considered them all. To make allowance for one individual by causing detriment to another would be against my manifesto. That applies even if one is a genius and the other an average Joe.Myster Larhttps://www.blogger.com/profile/01486909359549380096noreply@blogger.comtag:blogger.com,1999:blog-7147932061818815094.post-60923456080414755662009-03-11T22:15:00.000+00:002009-03-11T22:15:00.000+00:00Hmm food for thought there but not sure I agree en...Hmm food for thought there but not sure I agree entirely with this post. The difficulty is that I think this may stifle diversity and forms of individualtiy and specific skill sets within the company. Lets take the Manifesto... A good solid grounding and strategy for implementing structure to a business and foundations, however you have to ask yourself where has that manifesto come from? who was involved in the process of creating the manifesto. Is there a full agreement in place and buy in from everyone in the company on this is how things should be working? If not then it may seem that this is just an implementation of a management strategy that doesn&#39;t sit ture with all employees. Is it the case that you are looking for clones within the company with no individuality? as long as they conform they are o.k? Different personalities make a business diverse could it be that there is managment failure from not being able to place people in the correct positions, correct responsibilites, non team working or team working. Would you sacrifice an excellent salesperson bringing in astronmical amounts of revenue just becasue they did not work well within a team. The &quot;I work well in a team &quot; scenario is not always what is needed different skills require different personalities different personalities bring different values, diversity. Or do we want a business where we are all made from the same mould. In this post you assume you have competent, strong capable managers that assumption in itself is wrong because if they are not all of these and the employee working under that management has not conformed to the manifesto have the management not failed,, &amp; the manifesto itefl not failed due to the lack of communication. Or are you saying the managers themselves should not be in the organisation. <BR/><BR/>Anyway I waffle but hope that makes sense.. Diversity is a good thing IMHO. Individuality and personalities should not be punishedAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7147932061818815094.post-17177459155622118302009-03-11T11:26:00.000+00:002009-03-11T11:26:00.000+00:00Hi Anonymous, short but sweet! As I mentioned in ...Hi Anonymous, short but sweet! <BR/><BR/>As I mentioned in my post, this advice assumes that the basic management tasks are being completed. I include conflict resolution within these tasks. I also recommend open and frank discussion. I find this a much more productive and honest way of resolving confict than a paintballing day or standing in a room pretending to be a tree.<BR/><BR/>If you feel that team building works for you to resolve conflict then that's great, but at some point you may find there are persistent issues, and I would ask what you do then. More paintball?Myster Larhttps://www.blogger.com/profile/01486909359549380096noreply@blogger.comtag:blogger.com,1999:blog-7147932061818815094.post-48624470174277063302009-03-11T11:20:00.000+00:002009-03-11T11:20:00.000+00:00Of course! Why waste spending on team building exe...Of course! Why waste spending on team building exercises? Just sack all the people who don't get on with eachother!Anonymousnoreply@blogger.com